ISSN 2348-1218 (print) International Journal of Interdisciplinary Research and Innovations ISSN 2348-1226 (online) Vol. 9, Issue 2, pp: (134-147), Month: April - June 2021, Available at: www.researchpublish.com
Turnover Intention Among Hospitals’ Nurses in China and Abroad: A Synoptic Review Arielle Doris Kachie Tetgoum1, Lulin Zhou1 1
Centre for Medical Insurance, Hospital Management and Health Policy Research, School of Management 1
Jiangsu University, Zhenjiang, China
Abstract: The current nursing shortage and high job turnover among nurses worldwide are still of great concern for nations because of their impact on the effectiveness and efficiency of the healthcare delivery system and their impact on global health goals. This systematic review was based on 33 scientific articles published between 2016 and 2020 in the core Web of Science database. Among the 33 papers selected, 12 were conducted in China, and 21 were carried out outside China. The purpose was to identify the similarities between the determinant of turnover intention among Chinese nurses and nurses working in healthcare institutions in other countries in the world. For each included study, the country, purpose, methods, and key findings were the relevant aspects considered for the analysis. The results revealed that the factors affecting turnover intention are common in China and other parts of the world. These factors include job satisfaction, organizational commitment, job stress, workload, burnout, management style, demographic characteristics, work environment, and other organizational factors. This research confirms that turnover intention is a global issue that needs to be addressed efficiently to limit the continuous effects on people’s health. Keywords: Turnover intention, turnover factors, nurses, healthcare, China.
I. INTRODUCTION Nurses are the critical staff playing an integral and central role in the human health experience and any healthcare system. The importance of their role is no longer to be demonstrated as they provide frontline services, are there for patients and their loved ones when they need help. Likewise, their critical role puts them in positions where their physical and psychological well-being may greatly influence their service care delivery and their organizations’ healthiness and productivity [1]. The current nursing shortage and high job turnover among nurses worldwide are still of great concern for nations because of their impact on the effectiveness and efficiency of the healthcare delivery system. Psychological researches defend the assertion that there is a significant positive relationship between turnover intention and actual turnover [2]. Moreover, turnover intention has been demonstrated to be a significant predictor of turnover behavior [3]. In opposition to the actual turnover, the turnover intention is not always easy to discern. Turnover intention has been defined as the employee’s perception of the likelihood of leaving his/her current job [4]. It also refers to the intention a worker has to leave or forfeit his/her present position in an organization [5]. Consequently, the propensity of employees to leave their organization can be determined by measuring their turnover intention. According to the authors of [6], every intention is specific to the behavior of interest. Expressing the likelihood that a worker will withdraw from his/her organization can be simultaneously found under many terms in the literature, such as intention to quit, turnover intent, intent to leave, or turnover intention. Reference 6 It has been reported that the nursing turnover intention globally oscillates between 4 to 54% [3]. A study among (N = 30, 330) nurses in 10 European countries revealed that 13% of them intended to quit their job [7]. Another research among American and European nurses reported a proportion of 14% and 49% of nurses who had a turnover intention, respectively [8]. Among the 2,250 nurses surveyed in 19 hospitals in Shanghai [9], reported that 50.2% were not only dissatisfied, but 40.4% also had the intention to leave their current job. More research revealed that 30% of American nurses would leave their job in the first year of employment. Similar figures were found in Denmark (32%), New Zealand
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